Cloud Employee

Most hiring funnels are broken at the top You post a job... Hope the right person applies... Filter through a sea of maybes... But what if your ideal candidate was never applying in the first place? At Cloud Employee, we do things differently. → 🌎 First, we co-create a Hiring Blueprint with you - not just skills, but personality & culture fit → 👀 We don’t wait for applicants - we headhunt, because 90% of devs aren’t actively applying → 🤝 From there: pair programming with our Technical Advisors And in the end? You don’t get 50 CVs. You get 2 - and we’re 95% sure they’re right 😍 It’s not a shortcut It’s a system Built to find the right people faster 💗 PS. If you're scaling a tech team and want the flexibility of global hiring without the headache, Cloud Employee connects you with vetted nearshore developers fast - See how it works: https://shorturl.at/VjDTZ Book a call with me: https://shorturl.at/w7KQo

1 Senior React role 447 Applicants STILL open 2 months later This is the convo I had with a start-up founder in Arizona last week. She’s now behind on her roadmap - stuck with stacks of unqualified CVs Because traditional hiring isn’t built for her startup 🏃🏽♂️ They don’t have $180K+ to land senior US talent. And they can’t afford to wait 6 months competing with big tech My solution: → Mix local with nearshore. (Something 58% of US SMBs are already doing) I’m now filling that Senior React role - from the top 5% of LATAM talent. With competitive compensation at 80K For me, this isn’t about "cutting corners" It’s about helping her startup build now - so they can scale later (and eventually afford to add more US talent) I don't think startups should have to lower their bar - just expand their reach 🌎 Agree? --- P.S I recently shot my first ever Tella vid - mapping out how our hiring engine made this possible 👇🏼 P.P.S. If you’re scaling a tech team and want the flexibility of global hiring - I'm always up for a discovery call (no pressure!) 😊 https://lnkd.in/ewHVrMHn

1 Senior React role 447 Applicants STILL open 2 months later This is the convo I had with a start-up founder in Arizona last week. She’s now behind on her roadmap - stuck with stacks of unqualified CVs Because traditional hiring isn’t built for her startup 🏃🏽♂️ They don’t have $180K+ to land senior US talent. And they can’t afford to wait 6 months competing with big tech My solution: → Mix local with nearshore. (Something 58% of US SMBs are already doing) I’m now filling that Senior React role - from the top 5% of LATAM talent. With competitive compensation at 80K For me, this isn’t about "cutting corners" It’s about helping her startup build now - so they can scale later (and eventually afford to add more US talent) I don't think startups should have to lower their bar - just expand their reach 🌎 Agree? --- P.S I recently shot my first ever Tella vid - mapping out how our hiring engine made this possible 👇🏼 P.P.S. If you’re scaling a tech team and want the flexibility of global hiring - I'm always up for a discovery call (no pressure!) 😊https://lnkd.in/ewHVrMHn

97% retention last year 🤯 (Yep- even in tech, even remote!) At Cloud Employee, we don’t just hire great devs - We keep them 💗 Here’s how 👇🏼 We invest in our people: → $1,000 annual learning budget (and it grows 📈) → Monthly in-person meetups & virtual events → Employee Experience Managers who genuinely care → Mental & physical wellness sessions 🧠💪🏽 → Constant feedback loops between devs, HR & clients These aren’t just perks It’s our culture And it’s why our clients don’t just hire talent through us - They build long-term, high-performing teams 💛 If you’re scaling engineering and looking overseas… The devs you hire matter But how you support them? That’s what keeps them 👋🏼 I’m Steph — Head of Partnerships at @Cloud Employee. We help you build your dev team 10x faster with global talent

I haven’t posted a job online in 3 years - and I’ve managed to hire 100+ engineers 👀 Last week, I was talking to the CTO of a fast-growing startup. Strong leadership team Healthy budget And still he said: “we just can’t find the devs fast enough” He doesn’t want to take on full-time recruitment. (Extremely fair) He wants to work on the product. (Also fair) What I’m noticing: AI has made it easier to build products It hasn’t made it easier to find the devs who can Indeed & its ‘Easy apply’ button has made life HARD. → for companies with no time → & for devs wanting to stand out BUT I promise there are AMAZING devs out there. But less than 10% of them will click ‘Easy Apply’ 👀 This is my CEO Seb Hall walking through how our hiring engine works Spoiler: it’s not “post more jobs” or a fancy AI tool 👇🏻 _ P.S. If you’re hiring and want to ditch the job boards, Cloud Employee connects you with the top 10% of nearshore devs (fast 🏃🏼♀️) See how it works: https://lnkd.in/ewuF7zFN Book a call with me: https://lnkd.in/eBCaGdZC

Hiring the wrong engineer will cost you six months. So when a start up founder asked me last month: “How can I be confident they’ll be a good hire?” It was a fair question. (One I get often working with nearshore engineers) I’ve been in the recruitment industry 8 years - and the worse the local market gets, the more half-considered CVs I’m seeing thrown at businesses. It’s why I love our hiring engine. Its seven stages → hiring blueprint creation → custom headhunt → screening call → coding assessment → pair programming assessment → culture fit interview → CTO approval Each step is designed to eliminate the guesswork behind that founder’s question. And in the end I sent him two custom summaries showing why each candidate was a strong fit (technically and culturally) → No stack of average CV’s → No recruiters fees (no $ spent, unless you hire) His Senior Data Engineer started with him last month. This week, I got an email saying how well he’s integrated into their team A work win that will never get old 💙 Comment or DM me ‘hiring’ and I’ll send you this step by step hiring SOP 😊